In This Guide
The UK care sector relies heavily on international recruitment to fill staffing shortages. To employ workers from overseas, care homes, domiciliary care agencies, and NHS organisations must obtain a Sponsor Licence from UK Visas and Immigration (UKVI) and follow strict compliance requirements.
This guide explains how the sponsorship system works from both the employer and worker perspective, covering the licence application process, ongoing duties, costs, and what to look for when choosing a sponsor employer.
How Care Worker Sponsorship Works
The UK care worker sponsorship system involves three parties: the employer (sponsor), the worker, and UK Visas and Immigration (UKVI). Here is how the process flows:
Employer obtains a Sponsor Licence
The care employer applies to UKVI for a Sponsor Licence, demonstrating they are a genuine organisation with systems in place to monitor sponsored workers. This takes approximately 8 weeks.
Employer recruits and offers a job
The employer conducts a genuine recruitment process, offers the job to an international candidate, and ensures the role meets the salary and skill requirements for the Health and Care Worker visa.
Employer assigns a Certificate of Sponsorship
Through the Sponsorship Management System (SMS), the employer creates a Certificate of Sponsorship (CoS) for the worker, containing job details, salary, SOC code, and start date. The employer pays £239 per CoS.
Worker applies for their visa
The worker uses the CoS reference number to apply for their Health and Care Worker visa, either from overseas or from within the UK if switching from another visa route.
Worker arrives and begins employment
Once the visa is granted, the worker can start their role. The employer must carry out right-to-work checks and continue to meet their sponsor duties throughout the employment.
Getting a Sponsor Licence
To sponsor international care workers, an employer must first obtain a Sponsor Licence from UKVI. This involves demonstrating that the organisation is genuine, operating lawfully, and has appropriate HR systems to manage sponsored workers.
Requirements for a Sponsor Licence
- Genuine organisation: Registered with Companies House, HMRC, and (for care providers) the CQC or equivalent regulator
- HR systems: Processes to monitor employee attendance, record keeping, and immigration compliance
- Key personnel: Named Authorising Officer, Key Contact, and Level 1 User for the SMS system
- Genuine vacancy: The roles to be sponsored must be genuine and meet the skill and salary requirements
- No previous non-compliance: No unspent criminal convictions for immigration offences or previous licence revocations
Supporting Documents Needed
- Evidence of PAYE registration with HMRC
- Employer liability insurance certificate
- Latest audited or unaudited accounts
- CQC registration certificate (for care providers)
- Evidence of genuine trading (contracts, invoices, bank statements)
- Organisational chart showing where sponsored workers fit
Pre-licence visit: UKVI may conduct an unannounced visit to your premises before granting the licence. They will check your HR systems, record-keeping processes, and verify that the information in your application is accurate.
Sponsorship Costs
Here is a complete breakdown of the costs involved in sponsoring international care workers in 2026:
| Fee | Small/Charity | Medium/Large |
|---|---|---|
| Sponsor Licence (one-off, 4 years) | £536 | £1,476 |
| Certificate of Sponsorship (per worker) | £239 | £239 |
| Immigration Skills Charge | £0 | £0 |
| Licence renewal (after 4 years) | £536 | £1,476 |
| Priority licence processing (optional) | £500 | £500 |
ISC Exemption: The Health and Care Worker route is exempt from the Immigration Skills Charge. On the standard Skilled Worker visa, this would cost small sponsors £364/year and large sponsors £1,000/year per worker. This makes sponsoring care workers significantly cheaper.
Illegal sponsorship fees
It is illegal for employers to charge workers for the cost of sponsorship, including the sponsor licence fee, CoS fee, or any recruitment fees. If an employer asks you to pay these costs, this is a serious red flag and should be reported to the GLAA on 0800 432 0804.
Sponsor Duties and Responsibilities
Licensed sponsors must comply with extensive duties set by UKVI. Failure to meet these duties can result in the licence being downgraded or revoked. Key duties include:
Record Keeping
- Keep copies of each worker's passport, BRP, and right-to-work evidence
- Maintain up-to-date contact details (address, phone number) for all sponsored workers
- Keep a record of each worker's attendance and working hours
- Retain copies of qualifications and professional registrations
Reporting Duties
Sponsors must report the following to UKVI within specified timeframes:
- Within 10 days: Worker fails to start, is absent for 10+ days without permission, changes job role, salary, or hours, or stops sponsoring a worker
- Within 20 days: Changes to employer details (address, company structure, key personnel)
- Immediately: Any suspicion that a worker is breaching their visa conditions
General Obligations
- Only employ workers in the job and at the salary stated on the CoS
- Conduct right-to-work checks before employment begins and follow-up checks before documents expire
- Pay at least the salary stated on the CoS and comply with National Minimum Wage
- Cooperate fully with Home Office compliance visits
- Not charge workers any costs associated with sponsorship
UKVI Compliance and Enforcement
UKVI actively monitors sponsors and conducts compliance visits to ensure licence conditions are being met. In the care sector, enforcement has increased significantly in recent years due to concerns about exploitation and abuse of the system.
What Happens During a Compliance Visit
UKVI compliance officers may visit your premises unannounced. During a visit, they will typically:
- Review personnel files for all sponsored workers
- Check that workers are performing the duties described on their CoS
- Interview sponsored workers and other staff members
- Verify attendance and payroll records
- Inspect the working environment and conditions
Consequences of Non-Compliance
Downgrade to B-rating
Employer given an action plan and time-limited period to fix issues. Cannot sponsor new workers during this time.
Licence revocation
Licence is cancelled. All sponsored workers receive 60-day curtailment letters. The employer cannot reapply for a licence for at least 12 months (or longer in serious cases).
Civil penalties and criminal prosecution
In serious cases, employers face civil penalties of up to £60,000 per illegal worker and potential criminal prosecution. Directors can face prison sentences.
Your Rights as a Sponsored Worker
As a sponsored care worker, you have the same employment rights as any UK worker. Your sponsor cannot use your visa status to exploit you. Key rights include:
- National Minimum Wage: You must be paid at least the National Minimum Wage or the salary on your CoS, whichever is higher
- Working time regulations: Maximum 48-hour working week (unless you opt out in writing), rest breaks, and paid annual leave
- No deductions for sponsorship: Your employer cannot charge you for the sponsor licence, CoS fee, or any recruitment costs
- Right to keep documents: Your employer cannot confiscate your passport, BRP, or any personal documents
- Right to switch employers: You can change your sponsor at any time by following the correct visa application process
- Protection from unfair dismissal: After 2 years of continuous employment, you have full unfair dismissal protection
Red Flags When Choosing a Sponsor
Not all sponsors are created equal. Watch out for these warning signs when evaluating potential employers:
Asking you to pay for sponsorship
Any employer asking you to pay for the sponsor licence, CoS, or recruitment fees is breaking the law. Walk away immediately.
Offering a salary below the minimum threshold
The minimum salary for care workers is £23,200/year. If the offered salary is below this, the visa application will be refused and the employer may be acting unlawfully.
Requesting your passport or documents
No employer should ever hold your passport or personal documents. This is a form of coercive control and a potential indicator of modern slavery.
Threatening to revoke your visa
Using visa status as a threat to prevent you from leaving or reporting problems is exploitation. Your employer cannot “revoke” your visa — only the Home Office can make decisions about your immigration status.
Poor CQC rating or no CQC registration
Check the CQC rating of any care provider before accepting a job. Providers rated “Inadequate” may be at risk of closure or licence revocation. Unregistered providers cannot legally operate.
Stay safe: Use CareVisa to find verified sponsors with confirmed licence status and CQC ratings. Search verified sponsors.
Frequently Asked Questions
How much does a sponsor licence cost for care workers?
A sponsor licence for a small or charitable organisation costs £536. For medium and large organisations, the fee is £1,476. This is a one-off fee that covers the licence for 4 years. Each Certificate of Sponsorship costs an additional £239 per worker.
How long does it take to get a sponsor licence?
The standard processing time for a sponsor licence application is 8 weeks. A priority service is available for £500, which reduces the processing time to approximately 10 working days. UKVI may also conduct a pre-licence visit to your premises.
What are the duties of a care worker sponsor?
Sponsors must keep records of sponsored workers, report changes to UKVI within specific timeframes, ensure workers are doing the job described on their CoS, not charge workers for sponsorship, cooperate with Home Office compliance visits, and assign CoS accurately and honestly.
Can a care home lose its sponsor licence?
Yes. UKVI can downgrade a licence from A-rated to B-rated, or revoke it entirely if the sponsor breaches their duties. Common reasons include failure to keep records, not reporting worker absences, employing workers in different roles than stated on the CoS, and charging workers illegal fees.
Do care employers have to pay the Immigration Skills Charge?
No. Employers sponsoring workers on the Health and Care Worker visa are exempt from the Immigration Skills Charge, which normally costs £364 per year for small sponsors and £1,000 per year for large sponsors. This is a significant cost saving.
What happens to sponsored workers if a care home closes?
If a care home closes or surrenders its sponsor licence, UKVI will send curtailment letters to all sponsored workers giving them 60 days to find a new sponsor. Workers should begin searching for new employment immediately and can use CareVisa to find verified sponsors quickly.